It is easy to identify critical thinkers once they have exhibited good problem solving and decision making skills. Jack Welch’s transformation of G E and Warren Buffett’s unconventional investment strategies are classic examples of how superior critical thinking skills can impact an organization. What is difficult is early identification of critical thinkers that ena

bles organizations to create a leadership pipeline for their business. People appear similar on the surface – similar resumes, comparable communication styles and predictable upbeat attitudes!

However, a scintillating resume or an MBA from a prestigious B-school is no guarantee that a candidate will possess those key critical thinking skills that positively impact organizational strategy and success.

How do organizations then identify future leaders at hiring and development cycles in organizations in more objective ways than has been practiced traditionally?

All organizations today look for people with good decision-making and problem solving skills, in order that such individuals are able to take leadership roles at various levels and in their future growth in the organization. Research has shown such individuals have in common a rarely identified but fundamental skill that forms the basis of such workplace competencies – critical thinking.

Research conducted in recent years by Pearson, as well as by independent academics has shown that people who score high on critical thinking assessment are also rated by their supervisors as demonstrating:

Because it is often difficult to discern such critical thinking skills through a resume or job interview, progressive organizations are turning to scientific assessments to help them evaluate candidates for such fundamental skills that impact core workplace competencies.

Excerpts from TalentLens’s contribution in Human Capital, 2013- June issue.